NO MESSAGES will be sent until 17 December 2007______________________________ This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

Includes the following TABLES--Tables: Global Rankings Net Salary/Overall Taxation Rate (Taxes & Social Security), Percentage of Gross for managers (single, married and married with 2 children) Based on an average salary of $91,000

* Belgium, Denmark and Hungary have least attractive personal tax environments * United Arab Emirates, Hong Kong and Russia have most attractive environments * UK is middle-ranking at joint position 14 * Married employees with two children better off than single employees

The United Arab Emirates (UAE), Russia and Hong Kong are amongst the world's most benign personal tax environments while Belgium, Denmark and Hungary are the least attractive according to a global survey of expatriate hot spots by Mercer. The data also shows that, in general, married employees are better off than single employees while married employees with two children fare the best.

Mercer's Worldwide Individual Tax Comparator Report analysed the tax and benefits systems across 32 markets focusing on personal tax structures, average salaries and marital status. This data is used by multinational companies to structure pay packages for their expatriate and local market employees.

For single managers, the UAE is the most attractive tax environment according to percentage of net income available. The UAE ranks highly as it does not assess any income tax and the country's social security contributions amount to only 5% of an employee's gross salary. Russia, ranked 2, applies a flat tax of 13% across all income levels, while Hong Kong reaches rank 3, with taxes and social security contributions at 14.2% of gross base salary.

Excluding Russia, in general, European countries have less attractive tax environments and dominate the bottom of the rankings. The UK ranks 14=, followed by Ireland (18), Spain (19), and Switzerland (21). France and Germany are ranked 22 and 29.

At the bottom of the rankings, single managers in Hungary (30), Denmark (31) and Belgium (32) pay, respectively, 48.5%, 48.6% and 50.5% of their gross income in taxes and social security contributions.

Brian Waite, a senior consultant specialising in international issues, commented: "Local taxation is one of several factors that multinationals take account of when deploying staff across the globe. It has an obvious impact on take-home pay, and in some markets with low or zero tax rates it is an important incentive for employees to work abroad. In other high-tax destinations, multinationals need to create compensation packages that at least match their expatriates' purchasing power in the home market.

"Other important considerations for expatriate allowances are housing, private schooling and local cost of living adjustments, and there are additional complications around contributions to the home market pension plan. These factors can all contribute to the high cost of a global expatriate workforce."

Markus Wiesner, Mercer's head of operations in Dubai, added: "We often find that the UAE's zero taxation is a strong draw for expatriates on short-term assignments. For three to five years, young professionals can fast-track their savings to afford a mortgage when they return home, while senior executives can maximise their savings potential ahead of retirement. It's in these particular groups that we get a really good mix of expatriate talent in Dubai."

Asian markets dominate the top of the rankings with Hong Kong, Taiwan, Singapore, South Korea and China (Beijing) ranked 3, 4, 5, 6 and 7. The lowest ranked Asian market is India at 14=. In the Americas, Mexico (8), Brazil (9) and Argentina (10) outrank the United States (14=) and Canada (20).

According to Niklaus Kobel, researcher at Mercer's Geneva office, "Marital status is still a major factor in determining local tax rates. The data highlights the fluctuation in tax rates applied according to an employee's income level and marital status. It is important to note that high tax rates do not necessarily mean less affluence."

Not all taxation systems vary according to marital status, however. Married employees in Brazil, India and Turkey have similar tax rates to single employees.

______________________________ This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

The Census Bureau of the Department of Commerce announced today that the estimate of U.S. retail e-commerce sales for the third quarter of 2007, adjusted for seasonal variation and holiday and trading-day differences, but not for price changes, was $34.7 billion, an increase of 3.6 percent (±0.8%) from the second quarter of 2007. Total retail sales for the third quarter of 2007 were estimated at $1,020.4 billion, an increase of 0.8 percent (±0.2%) from the second quarter of 2007. The third quarter 2007 e commerce estimate increased 19.3 percent (±2.6%) from the third quarter of 2006 while total retail sales increased 3.8 percent (±0.5%) in the same period. E-commerce sales in the third quarter of 2007 accounted for 3.4 percent of total sales.

On a not adjusted basis, the estimate of U.S. retail e-commerce sales for the third quarter of 2007 totaled $32.2 billion, an increase of 1.2 percent (±0.8%) from the second quarter of 2007. The third quarter 2007 e-commerce estimate increased 18.9 percent (±2.6%) from the third quarter of 2006 while total retail sales increased 3.2 percent (±0.5%) in the same period. E-commerce sales in the third quarter of 2007 accounted for 3.2 percent of total sales.

AND MORE...includes CHART & TABLES....______________________________ This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

This report gives an overview of the main industrial relations developments in the European Union, Japan and the US in 2005 and 2006. The findings are the result of an initiative by the European Industrial Relations Observatory (EIRO), in the context of a research project started in 2000 to compare and 'benchmark' elements of industrial relations in these three major economic areas. The second part of the report investigates two elements of the social and economic environment which have recently gained greater relevance in the debate on the characteristics and impact of growing global competition: Temporary agency work (TAW) and small and medium-sized enterprises (SMEs). While the study mainly covers the EU Member States, Japan and the US, it also includes data on emerging economies, notably Brazil, China and India.

The study was compiled on the basis of individual national reports submitted by the EIRO correspondents. The text of each of these national reports is available below. The reports have not been edited or approved by the European Foundation for the Improvement of Living and Working Conditions. The national reports were drawn up in response to a < http://www.eurofound.europa.eu/docs/eiro/tn0706028s/2006_IR_in_US_and_Japan_%28final_draft%29.doc > questionnaire and should be read in conjunction with it.

______________________________ This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

In July 2007, the International Federation of Journalists and Europe's leading newspaper publisher, the Westdeutsche Allgemeine Zeitung (WAZ) Media Group, signed the first-ever international framework agreement in the media sector. The agreement aims to protect the freedom of the press, as well as to promote quality standards in journalism and to secure fair working conditions for employees in the media.

Includes numerous links and documents related to the issue above.______________________________ This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

Summary: This background paper has been drafted to coincide with the hearing of the European Parliament's Committee on Women's Rights and Gender Equality (November 21st 2007, Brussels) on Women and Violence at work in the European Union. The European Foundation for the Improvement of Living and Working Conditions has a track record of research on workplace bullying, violence and discrimination going back to the 1990s. These negative aspects of the work experience have in particular been charted in successive waves of the European Working Conditions Survey [EWCS] from 1990/1-2005. Pages: 20

______________________________ This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

A complete update of the report is issued every 2 years. Tables and figures in the report are current as of the Web release date, which appears at the bottom of each table and figure. The site is updated as new information becomes available.

The report includes information about the participation of women, minorities, and persons with disabilities in science and engineering education and employment. Its primary purpose is to serve as an information source; it offers no endorsement of or recommendations about policies or programs. National Science Foundation reporting on this topic is mandated by the Science and Engineering Equal Opportunities Act (Public Law 96-516).

This site contains data tables organized by topic (e.g., undergraduate enrollment, graduate degrees, employment) and also by group (e.g., Hispanics, minority women, persons with disabilities). Presentation slides, which are charts in PowerPoint, graphic, and spreadsheet formats, are provided for easy downloading. Furthermore, links to additional data sources (e.g., National Center for Education Statistics, American Council on Education) and reports on these topics are provided.______________________________ This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

Summary In addition to their jobs, workers have obligations  civic, familial, and personal  to fulfill that sometimes require them to be absent from the workplace (e.g., to serve on a jury, retrieve a sick child from day care, or attend a funeral). The U.S. government generally has allowed individual employers to decide whether to accommodate the nonwork activities of employees by granting them leave, with or without pay, rather than firing them. In other countries, national governments or the international organizations to which they belong more often have developed social policies that entitle individuals to time off from the workplace (oftentimes paid) for a variety of reasons (e.g., maternity and vacations).

Public policies specifically intended to reconcile the work and family lives of individuals have garnered increased attention among countries in the Organization for Economic Cooperation and Development (OECD). In the United States, which is an OECD member, congressional interest recently has coalesced around familyfriendly paid leave proposals (e.g., H.R. 1542 and S. 910, S. 1681, S. 80 and H.R. 3158). They would entitle workers to time off with pay to accomplish parental and caregiving obligations to help women in particular balance work and family responsibilities because they are the typical family caregiver and a majority of women in the U.S. population are in the labor force.

Currently, there are few federal statutes that pertain directly or indirectly to employer provision of leave benefits for any purpose. This report begins by reviewing those policies, including the Pregnancy Discrimination Act and the Family and Medical Leave Act. Temporary Disability Insurance (TDI) programs, which five states have established to compensate for lost wages while workers are recovering from nonoccupational illnesses and injuries, are discussed as well. So too is California's Family Disability Insurance program, which extends TDI to employees caring for family members.

The report then examines the incidence of different types of paid leave that U.S. employers voluntarily provide as part of an employee's total compensation (wages and benefits). For example, vacations and holidays are the most commonly offered leave benefits: more than three-fourths of employees in the private sector receive paid time off for these reasons. Access to leave by various employee and employer characteristics also is analyzed, with particular attention focused on paid sick leave, which is offered to 57% of private sector employees.

The report closes with results from a federal government survey of the average direct cost to businesses of different types of leave. Indirect employer costs that might arise in connection with some types of leave more than others, such as the greater likelihood of hiring and training temporary replacements for employees absent because of maternity versus bereavement reasons, are not included. Neither are estimates of potential gains to employers (e.g., a more stable and experienced workforce, increased productivity due to greater worker morale) and society (e.g., improved public health, lower formal caregiving costs, and broader participation in civic affairs).

List of TablesTable 1. Percent of Workers with Paid Leave Benefits by Employee and Employer Characteristics, March 2006 . . . . 14 Table 2. Percent of Workers with Paid Sick Leave by Selected Demographic Characteristics, 2004 . . . . . . . . 17 Table 3. Percent of Workers with Paid Sick Leave by Industry, 2004 . . . . . . . . 18 Table 4. Percent of Workers with Paid Sick Leave by Education, 2004 . . . . . . 19 Table 5. Percent of Workers with Paid Sick Leave by Occupation, 2004 . . . . . 20 Table 6. Earnings of Workers with Paid Sick Leave by Earnings, 2004 . . . . . . 21 Table 7. Employer Costs Per Hour Worked for Employee Compensation, March 2007 . . . . . . . . . . . . . . . 22 Table 8. Employer Costs Per Hour Worked for Leave Benefits by Type of Leave and Firm Size, March 2007 . . . . . . . . . . . . 23______________________________ This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

From December 2006 to March 2007, the number of job gains from opening and expanding private sector establishments was 7.5 million, and the number of job losses from closing and contracting establishments was 7.1 million, according to data released today by the Bureau of Labor Statistics of the U.S. Department of Labor. (See table 3.) Over this period, firms with 1,000 or more employees accounted for the largest share of gross job gains (16.5 percent) and firms with 1 to 4 employees had the largest share of gross job losses (16.7 percent). (See tables D and 4.)

The Business Employment Dynamics (BED) data series include gross job gains and gross job losses at the establishment level by major industry sector and for the 50 states, the District of Columbia, Puerto Rico, and the Virgin Islands, as well as gross job gains and gross job losses at the firm level by employer size class.

The change in the number of jobs over time is the net result of increases and decreases in employment that occur at all businesses in the economy. BED statistics track these changes in employment at private business units from the third month of one quarter to the third month of the next. Gross job gains are the sum of increases in employment from expansions at existing units and the addition of new jobs at opening units. Gross job losses are the result of contractions in employment at existing units and the loss of jobs at closing units. The difference between the number of gross jobs gained and the number of gross jobs lost is the net change in employment. (See the Technical Note for more information.)

------------------------------------------------------------------- | | | Changes to Business Employment Dynamics Data | | | | Beginning with the release of first quarter 2007 Business | | Employment Dynamics (BED) data, state level series are included | | as a regular feature of the news release. | | | | Additionally, all historical BED series back to third quarter | | 1992 have been revised, for both seasonally adjusted and not sea- | | sonally adjusted series to incorporate updated and improved input | | data. In the future, annual revisions to BED series will be pub- | | lished each year with the release of first quarter data. Those | | revisions will cover the last four quarters of not seasonally | | adjusted data and 5 years of seasonally adjusted data. | | | | In addition, beginning with this release, BED data have been | | revised to the 2007 North American Industry Classification System | | (NAICS 2007). The conversion to NAICS 2007 resulted in minor | | changes to the data. For further information on the NAICS 2007 | | revision and its effect on BED data, see the note on page 7 and | | the U.S. Census Bureau Web site at http://www.census.gov/epcd/ | | naics07/index.html. | -------------------------------------------------------------------

AND MUCH MORE...including TABLES....______________________________ This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

______________________________ This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

[excerpt from brochure] Bringing together papers from some of the leading national and international experts from the Global Union Research Network (GURN), this book provides a valuable overview of how trade unions around the world are responding to globalization.

Globalization has proved a complex and multi-faceted process for workers, as are the strategies they must develop to face its challenges. The case studies in this volume demonstrate successful strategies undertaken by trade unions in Brazil, Bulgaria, the Caribbean, Colombia, India, Poland, the United Kingdom and Turkey as well as Southern and Eastern Africa. In the process, the contributors highlight issues crucial to trade unions in this period of fast-paced change, such as the struggle for transparent governance for a fairer globalization, the implementation of labour standards, employment creation, social protection, poverty alleviation including meeting the UN's Millennium Development Goals and gender equality and more.

Above all, this book shows how trade unions are key in influencing the rules of globalization to achieve a fairer globalization, while also playing a paramount role in implementing and enforcing these rules.

Table of ContentsEditorial overview (Verena Schmidt) 1 Sustainability and unions: International trade union action to implement sustainability norms at corporate level (Eberhard Schmidt, Carl von Ossietzky University of Oldenburg, Germany) 2 Social partnership at the global level: Building and Wood Workers' International experiences with International Framework Agreements (Marion F. Hellmann, Assistant General Secretary, Building and Wood Workers' International) 3 Integrating labour issues in global value chain analysis: Exploring implications for labour research and unions (Lee Pegler and Peter Knorringa, Institute of Social Studies, The Hague, the Netherlands) 4 Paving the path toward the unionization of high-tech sweatshops (Anibel Ferus-Comelo, New Trade Union Initiative, India) 5 Corporate governance reforms as a means of protecting and promoting worker interests: Shaping the corporation of tomorrow (Richard Tudway, Advisor on corporate governance to TUAC, Paris; Fellow of Huron University USA in London; Director of the Centre for International Economics, London) 6 Multinational companies in Bulgaria: Impact on labour and social development (Nadejda Daskalova and Lyuben Tomev, Institute for Social and Trade Union Research, Bulgaria) 7 Freedom of association and collective bargaining: The practice of multinational companies in Brazil (Clóvis Scherer, Instituto Observatório Social, Brazil) 8 Trade and development in South Africa (Neva Seidman Makgetla and Tanya van Meelis, Congress of South African Trade Unions, Johannesburg) 9 Migration in the global economy: Challenges and opportunities for Caribbean trade unions (Ann-Marie Lorde, Research Officer, National Union of Public Workers, Barbados) 10 European Union enlargement, workers and migration: Implications for trade unions in the United Kingdom and Poland (Jane Hardy, Business School, University of Hertfordshire, Hatfield, UK; and Nick Clark, Policy Officer, and Commercial Services Union, London, UK) 11 More than bananas: Social responsibility networks and labour relations in the banana industry in the Urabá Region of Colombia (Maria-Alejandra Gonzalez-Perez and Terrence McDonough, Centre for Innovation and Structural Change, National University of Ireland, Galway) 12 The Labour Platform: An alliance of trade unions in Turkey (Seyhan Erdogdu, Department of Labour Economics and Industrial Relations, Faculty of Political Sciences, Ankara University, Turkey) 13 Transnational union networks, feminism and labour advocacy (Mary Margaret Fonow, Arizona State University; and Suzanne Franzway, University of South Australia) 14 Action research in the garment sector in Southern and Eastern Africa (Esther de Haan, Centre for Research on Multinational Corporations, Amsterdam, the Netherlands; and Michael Koen, Civil Society Research and Support Collective, Durban, South Africa) Conclusion

______________________________ This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

In the third quarter of 2007, there were 931 mass layoff events that resulted in the separation of 136,234 workers from their jobs for at least 31 days, according to preliminary figures released by the U.S. Department of Labor's Bureau of Labor Statistics. While the total number of layoff events was essentially unchanged from the third quarter of 2006, the num- ber of separations was lower than in the July-September 2006 time period. (See table A.) The largest over-the-year decreases in separations were in administrative and support services and in transportation equipment manufacturing. Layoff activity in credit intermediation and related ac- tivities quadrupled over the year, mostly due to higher layoff activity in the real estate credit industry. Thirty-nine percent of employers reporting an extended layoff in the third quarter of 2007 indicated they anticipated some type of recall, the lowest percentage since the third quarter of 2003.

Among the seven categories of economic reasons for layoff, business de- mand accounted for the highest share of events (44 percent) and number of separations (45,859) in July-September 2007. Layoffs due to seasonal fac- tors had the next highest proportion of events (22 percent). (See table B.) Permanent closure of worksites occurred in 16 percent of all extended mass layoff events and affected 29,846 workers, down from 38,151 separations re- ported for the third quarter 2006. Sixty-one extended mass layoffs involved the movement of work within the same company or to a different company, ei- ther domestically or outside the U.S. (See table C.) These events accounted for 8 percent of the nonseasonal layoff events and 11 percent of the nonsea- sonal separations.

The national unemployment rate averaged 4.7 percent, not seasonally adjusted, in the third quarter of 2007, unchanged from a year earlier. Private nonfarm payroll employment, not seasonally adjusted, increased by 1.4 percent, or about 1.6 million, over the year.

AND MUCH MORE...including TABLES....

______________________________ This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

This publication belongs to a quarterly series presenting the main results of the EU Labour Force Survey for the EU-27 and for all Member States.

Includes numerous CHARTS & TABLES....

______________________________ This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

Executive SummaryThis report presents information regarding overall employment in the Federal workforce from October 1, 2005, to September 30, 2006, and veterans' employment, hiring, and promotion data for Fiscal Year (FY) 2006. Highlights in this FY 2006 report show:

Total on-board employment in the Federal Government decreased from 1,813,166 in FY 2005 to 1,803,055 in FY 2006.

Veterans, as a subset of the total on-board employment in the Federal Government, increased from 456,254 in FY 2005 to 457,965 in FY 2006.

Disabled veterans, as a subset of the total veteran on-board employment, increased from 92,642 in FY 2005 to 97,828 in FY 2006.

Total on-board employment of 30 percent or more disabled veterans, as a subset of disabled veterans, increased from 46,727 in FY 2005 to 51,389 in FY 2006.

Total full-time permanent (FTP) employment in the Federal workforce decreased from 1,569,650 in FY 2005 to 1,565,159 in FY 2006.

Veteran total on-board FTP employment increased from 425,379 in FY 2005 to 426,802 in FY 2006.

FTP disabled veterans, as a subset of all FTP veterans' employment, increased from 85,814 in FY 2005 to 90,470 in FY 2006.

Total FTP employment of 30 percent or more disabled veterans, as a subset of FTP disabled veterans, increased from 42,715 in FY 2005 to 46,953 in FY 2006.

Total on-board veteran "new hires" into the Federal Government increased from 48,257 in FY 2005 to 50,108 in FY 2006; veterans represented 22.1 percent of all new hires and this is the highest representation since FY 2002.

Total FTP veteran new hires increased from 31,024 in FY 2005 to 33,200 in FY 2006, the largest number of veteran FTP new hires since FY 2002.

All disabled veteran FTP new hires in the Federal workforce increased from 6,719 in FY 2005 to 7,561 in FY 2006.

Use of the 30 percent or more disabled veteran appointing authority by agencies increased from 1,252 in FY 2005 to 1,265 in FY 2006.

Use of the Veterans Recruitment Appointment special appointing authority by agencies decreased from 7,761 in FY 2005 to 7,565 in FY 2006.

Veterans selected for employment using the Veterans Employment Opportunities Act of 1998 by agencies decreased in usage from 14,273 in FY 2005 to 13,004 in FY 2006.

Washington, D.C. - U.S. Office of Personnel Management (OPM) Director Linda M. Springer today released the report titled Employment of Veterans in Federal Government: Fiscal Year 2006, which demonstrates a small increase in the number of armed forces veterans working for the Federal government. The report shows increases in both the number of veterans employed and newly hired since Federal fiscal year (FFY) 2005.

"This report demonstrates the effectiveness of our efforts to heed President Bush's call to bring more veterans into the Federal civilian workforce," Director Springer said. "We are pleased with the hundreds of thousands of men and women who have decided to continue their service to the American public in a civilian capacity."

The total number of veterans employed by the Federal government increased from 456,254 in FFY 2005 to 457,965 in FFY 2006, while the number of disabled veterans increased from 92,642 to 97,828. The number of "newly hired" veterans increased from 48,257 to 50,108. In fact, veterans represented 22.1 percent of all new Federal workforce hires for FFY 2006, the highest percentage in four years.

______________________________ This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

THE STATE OF STATE DISCLOSURE: An Evaluation of Online Public Information About Economic Development Subsidies, Procurement Contracts and Lobbying Activities [15 November 2007] by Philip Mattera, Karla Walter, Julie Farb Blain and Michelle Lee A report by the Corporate Research Project of Good Jobs First November 2007 http://www.goodjobsfirst.org/news/article.cfm?id=375

TABLE OF CONTENTS Executive Summary 1 Introduction 8 I. Disclosure of Economic Development Subsidies 10 II. Disclosure of State Procurement Contracts 15 III. Disclosure of State Lobbyists and Lobbying Activities 18 IV. Conclusion 21 Acknowledgments 23 Endnotes 24 Appendices for each state with details on disclosure practices and scoring methods can be found online at www.goodjobsfirst.org. That site also contains pages with hyperlinks to all of the state disclosure Web sites.

Washington, DC, November 15, 2007State governments are improving their transparency practices, but many are still not taking full advantage of the Internet to inform the public. Online disclosure of corporate tax breaks and other economic development subsidies lags far behind reporting on procurement contracts and lobbying activities. These are the main findings of a report entitled The State of State Disclosure released today by the Corporate Research Project of Good Jobs First.

AND MUCH MORE.....______________________________ This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.

In the fall of 1621, the religious separatist Pilgrims held a three-day feast to celebrate a bountiful harvest, an event many regard as the nation's first Thanksgiving. It eventually became a national holiday in 1863 when President Abraham Lincoln proclaimed the last Thursday of November as a national day of thanksgiving. Later, President Franklin Roosevelt clarified that Thanksgiving should always be celebrated on the fourth Thursday of the month to encourage earlier holiday shopping, never on the occasional fifth Thursday.

272 millionThe preliminary estimate of turkeys raised in the United States in 2007. That's up 4 percent from 2006. The turkeys produced in 2005 together weighed 7.2 billion pounds and were valued at $3.2 billion. Source: USDA National Agricultural Statistics Service http://www.nass.usda.gov/

Weighing in With a Menu of Culinary Delights

46 millionThe preliminary estimate of turkeys Minnesota expects to raise in 2007. The Gopher State is tops in turkey production. It is followed by North Carolina (39 million), Arkansas (31 million), Virginia (21.5 million), Missouri (21 million) and California (16.8 million). These six states together will probably account for about two-thirds of U.S. turkeys produced in 2007.

690 million poundsThe forecast for U.S. cranberry production in 2007, essentially unchanged from 2006 and 11 percent more than 2005. Wisconsin is expected to lead all states in the production of cranberries, with 390 million pounds, followed by Massachusetts (180 million). New Jersey, Oregon and Washington are also expected to have substantial production, ranging from 18 million to 52 million pounds.

1.6 billion poundsThe total weight of sweet potatoes ­ another popular Thanksgiving side dish ­ produced by major sweet potato producing states in 2006. North Carolina (702 million pounds) produced more sweet potatoes than any other state. It was followed by California (381 million pounds). Mississippi and Louisiana also produced large amounts: at least 200 million pounds each.

1 billion poundsTotal pumpkin production of major pumpkin-producing states in 2006. Illinois led the country by producing 492 million pounds of the vined orange gourd. Pumpkin patches in California, Ohio and Pennsylvania also provided plenty of pumpkins: Each state produced at least 100 million pounds. The value of all the pumpkins produced by major pumpkin-producing states was $101 million.

If you prefer cherry pie, you will be pleased to learn that the nation's forecasted tart cherry production for 2007 totals 294 million pounds. Of this total, the overwhelming majority (230 million) will be produced in Michigan.

1.8 billion bushelsThe total volume of wheat ­ the essential ingredient of bread, rolls and pie crust ­ produced in the United States in 2006. Kansas and North Dakota accounted for 30 percent of the nation's wheat production.

841,280 tonsThe 2007 contracted production of snap (green) beans in major snap (green) bean-producing states. Of this total, Wisconsin led all states (310,200 tons). Many Americans consider green bean casserole a traditional Thanksgiving dish. Source: The previous data come from the USDA National Agricultural Statistics Service << http://www.nass.usda.gov/>

$9.5 millionThe value of U.S. imports of live turkeys during the first half of 2007 ­ 99.5 percent from Canada. Our northern neighbor accounted for all of the cranberries the United States imported ($2.2 million). When it comes to sweet potatoes, however, the Dominican Republic was the source of 63 percent ($1.7 million) of total imports ($2.7 million). The United States ran a $4.9 million trade deficit in live turkeys during the period but had surpluses of $9.4 million in cranberries and $15.3 million in sweet potatoes. Source: Foreign Trade Statistics << http://www.census.gov/foreign-trade/www/>

13.1 poundsThe quantity of turkeys consumed by the typical American in 2005, with a hearty helping devoured at Thanksgiving time. Per capita sweet potato consumption was 4.5 pounds. Source: Upcoming Statistical Abstract of the United States: 2008, Tables 205-206 << http://www.census.gov/compendia/statab/>

AND MORE.....______________________________ This information is provided to subscribers, friends, faculty, students and alumni of the School of Industrial & Labor Relations (ILR). It is a service of the Institute for Workplace Studies (IWS) in New York City. Stuart Basefsky is responsible for the selection of the contents which is intended to keep researchers, companies, workers, and governments aware of the latest information related to ILR disciplines as it becomes available for the purposes of research, understanding and debate. The content does not reflect the opinions or positions of Cornell University, the School of Industrial & Labor Relations, or that of Mr. Basefsky and should not be construed as such. The service is unique in that it provides the original source documentation, via links, behind the news and research of the day. Use of the information provided is unrestricted. However, it is requested that users acknowledge that the information was found via the IWS Documented News Service.